When we talk about the benefits of learning management systems (LMS), training and employee competency usually come to mind. For that reason, LMS is often considered a less-than vital business activity (since it doesn’t address “core” business issues). Add to that the fact that nobody really enjoys training, and you’ve got a recipe for, well, no LMS.
However, when it comes to compliance issues
In some cases, this criterion may have to do with the employee’s integrity, as the following examples demonstrate. For over 40 years, companies in the United States have had to self-regulate workplace sexual harassment, and they must be able to demonstrate the efforts they have spent on preventing it. In 1996, as Ed Cohen discusses, an Illinois (US) auto manufacturer was unable to prove its employees “had been adequately trained and informed about corporate sexual harassment policies.” The pay out: